Assistant Manager Nursing - Adult Progressive Care
Assistant Manager Nursing - Adult Progressive Care
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1 Vacancy
Job Description
Overview
Presbyterian is seeking a skilled Assistant Manager Nursing Progressive Care Nurse (RN)
Under the direction of the Nursing Director works with the Department RN Manager in planning implementing and coordinating the operational financial and personnel activities of the designated area(s). Provides clinical and operational leadership for assigned unit(s) which includes handson unit presence and direction in facilitating provision of patient care and achieving organizational outcomes.
Type of Opportunity: Full Time
FTE: 1.000000
Exempt: Yes
Work Schedule: Days
Sign on and relocation bonuses available for qualified candidates.
How you grow learn and thrive matters here.
Educational and career development options including tuition and certification reimbursement scholarship opportunities
Strongline Staff Safety (a wearable badge that allows nurses to quickly and discreetly call for help when safety is a concern)
Shift differentials for nights and weekends
Differentials for higher education certifications and various lead roles
Malpractice liability insurance
Loan forgiveness through the New Mexico Higher Education Department
EPIC electronic charting system
Interested in learning more
Have more questions about this opportunity Schedule a oneonone chat with a Nurse Recruiter by clicking here
Qualifications
Minimum Job Requirements:
Nursing Licensure: Current State of New Mexico or Compact State Nursing License required
Education: ADN required BSN preferred.
Certifications: Specialty Certification in area of practice and/or management preferred.
Experience: One year experience in clinical area.
Skills: Requires detailed knowledge of nursing standards based practice & shared governance in terms of what and how work is to be done as well as why it is done this level includes interpretation of data. Must have an understanding of human resource issues operational budget and financial resources. Ability to determine appropriate courses of action in more complex situations that may not be addressed by existing policies procedures or protocols. Decisions include such matters as changes in staffing levels order in which work is done and application of established procedures.
Education:
Essential:
Associate Degree
Credentials:
Essential:
Registered NurseNM
Responsibilities
Responsibilities:
Leadership Competencies
A. Leads Self: Foundational knowledge of the master competencies
B. Leads Team: Ability to manage and direct team and unit operations
C. Leads PHS: Ability to achieve results
a. Performance Dimensions
i. Managing the Business
1. Clinical practice knowledge: Subject matter expert in the service area. Guides mentors provides support holds staff accountable to care processes supporting clinical care practice in service area(s).
2. Human resources: Contributes to the recruitment interviewing selection of potential candidates.
3. Orientation of new staff: Participates in driving the orientation process including the selection of preceptors monitoring and analysis of processes to attain the desired outcomes of orientation processes and retention of new hires.
4. Labor Laws: Provides an ongoing presence to facilitate and drive an environment that maintains compliance with state and federal labor laws.
5. Process Improvement: Provides in the moment leadership at the point of care to achieve quality indicators/targets utilization of performance tools to improve processes and outcomes optimizing patient safety optimizes communication between all work groups and hardwires processes to support continuous regulatory readiness monitoring.
6. Foundational thinking: Provides in the moment leadership at the point of care to support integration of work models and evidencebased practice to the bedside.
7. Technology: Proficient in using computer based skills/applications clinical based technologies supporting patient care including electronic medical record medication management. Provides in the moment leadership at the point of care integrates technology into patient care processes. Acts as a superuser to support deployment and integration of health care technologies into patient care practices.
8. Strategic management: Contributes to and drives work plans at the point of care to achieve optimal patient care and organizational results to the point of care written reports of outcomes presentation to key business audiences.
9. Financial management: Contributes to the oversight of the financial components of unit operations including budget creation monitoring analyzing report variances. Leads efforts to align staffing and facilitates throughput with unit/organizational care needs with attention to productivity and budget targets.
ii. Leading People
1. Human resource leadership skills: Under the direction of the Nursing Director works with the Department RN Manager in contributing to the monitoring or staff preparing staff performance reviews including evaluations goal setting and development plans. Contributes to achieving staff engagement and satisfaction targets. Actively involved in mentoring to increase staff competency and level of care. Participation in succession planning; models professional standards and behaviors at the point of care
2. Relationship management: Provides in the moment leadership at the point of care by applying communication skills that optimize active listening inquiry; use effective dialogue conflict management techniques negotiation and mediation skills.
3. Diversity: Provides in the moment leadership at the point of care to maintain an environment that upholds the cultural/population specific standards for those served; maintains an environment that upholds a diverse workforce.
4. Shared decision making: Supports the process of shared governance and shared decisionmaking.
iii. Professionalism
1. Professional and personal accountability: Role models the value of continuous learning including academic advancement continuing education and maintains currency on current care practices. Actively involved in performing annual selfassessment and ongoing development action plan.
2. Career Planning: Assesses career planning/goals and develops/implements continuous learning and activities to support goal path.
3. Personal Journey: Actively reflects on continuous learning activities utilizes actionlearning techniques to identify and act on areas of strength and opportunities.
4. Reflective Practice: Incorporates and role models integrity ability to maneuver ambiguity seeks and acts on the potential within self and others supports and fosters C.A.R.E.S. behaviors supports a just culture.
iv. C.A.R.E.S. Behaviors: Provides in the moment leadership at the point of care and supports fosters and holds self and staff answerable to C.A. R. E.S. behaviors (Continuous learning accountability respect/respond environmental safety and superior outcomes).
v. Professional Practice Model: Synergy
1. Synergy Model: Provides in the moment leadership at the point of care to manages and drive staff performance and accountabilities to incorporate 1 Clinical judgment and action 2 Patient advocacy 3 Caring practices 4 Collaboration within the interprofessional team 5 Systems thinking 6 Response to diversity 7 Facilitation of learning and 8 Clinical Inquiry.
Professional Requirements:
1. Maintains current professional licensure
2. Educational Requirements
a. Nurse Assistant Managers hired or rehired on/after 9/1/ 2012 without BSN are hired under the contingency that they enroll and begin their BSN courses within 12 months of hire or rehire and they must complete their BSN program within 48 months of hire or rehire.
3. Exceptions to Educational Requirements
a. The PHS Senior Vice President and Chief Nursing Officer and/or CDS Assistant Chief Nursing Officer/Regional Director of Patient Care Services may consider exceptions to these requirements.
b. In 2013 PHS will review the start of reviewing if the registered nurse is 55 years or older if the nurse will be grandfathered into new job profile and this requirement waived.
4. Professional emergency response training requirements as specified by service area
a. CDS Inpatient
i. Current BLS required
ii. Additional Requirements based upon area of service
1. Progressive Care: Current ACLS required
2. Adult Intensive Care: Current ACLS required
3. Adult Cardiac Critical Care: Current ACLS required
4. Emergency Department: Current ACLS/PALS required
5. Pediatrics: Current PALS required
6. Pediatric Heme/Onc: Current PALS required
7. PICU: Current PALS required
8. Newborn Nursery: Current NRP required
9. NICU: Current NRP required
10. Family Birthing Center: Current NRP/Fetal monitoring required; permanent charge ACLS required
11. MotherBaby CareCurrent NRP required
12. Operating Room: Current ACLS PALS required
13. PACU: Current ACLS PALS required
b. CDS Outpatient
i. Primary care clinics: Current BLS required
ii. Specialty care clinics: Current BLS required Chemotherapy certification required in Oncology
iii. Urgent Care: Current BLS required
iv. Pediatric Urgent Care: Current BLS/PALS required
c. Regional Critical Access Hospitals
i. Medical Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care.
ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
iii. Emergency Department: BLS/ACLS/PALS required. Other emergency response training may be required by Director of Patient Care.
iv. Family Birthing Center: Current BLS/NRP/fetal monitoring required. Other emergency response training may be required by Director of Patient Care.
v. Operating Room: Current ACLS required. Other emergency response training may be required by Director of Patient Care.
d. Regional NonCritical Access Hospital
i. Medical Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care.
ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
iii. Emergency Department: Current PALS (PRMC) ACLS/TNCC (Espanola)/ENPC (Espanola) required. Other emergency response training may be required by Director of Patient Care.
iv. Family Birthing Center: Current BLS/ NRP/STABLE required. Other emergency response training may be required by Director of Patient Care.
v. Operating Room: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
vi. Day Surgery: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
e. Home Care/Hospice
i. Home care: Current BLS required
ii. Hospice: Current BLS required
iii. Inpatient Hospice: Current BLS required
Benefits
Were all about wellbeing starting with yours.
Presbyterian employees have access to a fun engaging and unique wellness program including free onsite and communitybased gyms nutrition coaching and classes mindfulness and meditation resources wellness challenges and more.
Learn more about our employee benefits.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients members and the communities we serve. We are a locally owned notforprofit healthcare system comprised of nine hospitals a statewide health plan and a growing multispecialty medical group. Founded in New Mexico in 1908 we are the states largest private employer with nearly 13000 employees including more than 1200 providers and nearly 3500 nurses.
Our health plan serves more than 640000 members statewide and offers Medicare Advantage Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drugfree and tobaccofree employer with smoke free campuses.
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Compensation Disclaimer
Required Experience:
Manager
Employment Type
Full-Time
